Workgroup Diversity and Team Outcomes

Workgroup Diversity and Team Outcomes Carolina Zago Master in Human Resource Management and Organizational Consulting Supervisor: Ph.D. Ana Margarida Soares Lopes Passos, Associate Professor, Department of Human Resources and Organization Behavior, ISCTE – Instituto Universitário de Lisboa October, 2020 Workgroup Diversity and Team Outcomes Department of Human Resources and Organizational Behavior Workgroup Diversity and Team Outcomes Carolina Zago Master in Human Resource Management and Organizational Consulting Supervisor: Ph.D. Ana Margarida Soares Lopes Passos, Associate Professor, Department of Human Resources and Organization Behavior, ISCTE – Instituto Universitário de Lisboa October, 2020 iWorkgroup Diversity and Team Outcomes RESUMO O objetivo deste estudo é explorar a relação entre diversidade em grupos de trabalhos e desempenho de equipas, quando mediado pela elaboração de informações relevantes às tarefas. Examinamos ainda o papel moderador da diversidade que acredita na segurança psicológica, com intuito de compreender o seu impacto na relação entre diversidade do grupo de trabalho e a elaboração de informações relevantes às tarefas. Duas dimensões de diversidade foram escolhidas para analisar, nomeadamente orientação sexual e idade. Foi usado um tamanho de amostra de 45 equipas de várias empresas de consultadoria na Europa. Os resultados mostram uma mediação dessa relação entre diversidade do grupo de trabalho e a elaboração de informações relevantes às tarefas, não significante. Em relação aos efeitos moderadores, diversidade de crenças sobre orientação sexual e idade não revelam um efeito significante na relação entre diversidade do grupo de trabalho e a elaboração de informações relevantes às tarefas. Porém, segurança psicológica mostra um papel de moderador significante nessa relação, isso significa que quando a segurança psicológica é alta, os membros de equipa são mais propícios a empenharem-se na elaboração de processos de informação. PALAVRAS-CHAVE: Diversidade em Equipas, Elaboração de Informações Relevantes às tarefas, Orientação Sexual, Idade, Diversidade Crenças, Segurança Psicológica iWorkgroup Diversity and Team Outcomes ABSTRACT The study aims to explore the relationship between workgroup diversity and team outcomes, when mediated by the elaboration of task-relevant information. Two diversity dimensions were chosen, namely sexual orientation and age. Moreover, we considered team outcomes measuring team performance and creativity. We further examined the moderating role of diversity beliefs and psychological safety in order to understand their impact on the relationship between workgroup diversity and the elaboration of task-relevant information. A sample size of 45 teams from various consultancy companies in Europe was used. Results show a nonsignificant mediating effect of the elaboration of task-relevant in the relationship between workgroup diversity and team outcomes. When examining the mediating effects, diversity beliefs regarding both sexual orientation and age did not reveal a significant effect on the relationship between workgroup diversity and the elaboration of task-relevant information. As for diversity beliefs, also psychological safety shows a non-significant moderating role on the relationship, meaning that when psychological safety is high, team members are not more likely to engage on the elaboration of information processes. KEYWORDS: Workgroup Diversity; Elaboration of task-relevant Information; Sexual Orientation; Age; Diversity Beliefs; Psychological Safety ii Workgroup Diversity and Team Outcomes Table of contents 1. INTRODUCTION…………………………………………………………...……………1 2. LITERATURE REVIEW…………..………………………………………..…………...3 2.1 workgroup diversity…………………………………………...…………………………..3 2.2 Workgroup Diversity and Organizational Outcomes………………….……….…………4 2.3 Business Case and Social Justice Case………………………………………….…...……5 2.4 diversity characteristics and organizational outcomes: empirical findings……………….6 2.5 How diversity influences team performance: Theoretical proposals……………..………9 3. METHODOLOGY……………………………………………………………….………18 3.1 Sample……………………………………………………………………………………19 3.2 Procedure……………………………….……………………………….……..…………19 3.3 Measures………………………………………………………….………………………19 4. DATA ANALYSIS…………..………………………………………..…………………..21 4.1 Data aggregation……………..…………………………….……………………………..21 4.2 Data Analysis…………………………………………………….…………....………….22 4.3 Results…………..……………………………………..…………...…………………….23 5. DISCUSSION……………………………………..……………………………..…….....27 6. CONCLUSION…………..……………………………………..……………………….31 6.1 Practical Implication……………………………...………...…..….…….…………..….31 6.2 Limitations…………………………………..….…………..……………..…………….32 7. BIBLIOGRAPHY……………………………………………….………………………34 iii Workgroup Diversity and Team Outcomes Index of Tables Table 4.1 – Descriptive Statistics and Bivariate Correlations……………………………….23 Table 4.2 – Results of mediation analysis with Sexual Orientation (Hp. 1a, 1c) ………...…24 Table 4.3 – Results of mediation analysis with Age (Hp. 1b, 1d) ……………..…….……...25 Tab. 4.4 – Regression results of Moderation Analysis for Diversity Beliefs (Hp. 2a, 2b) .....25 Tab. 4.5 – Regression results of Moderation Analysis for Psychological Safety (Hp. 3a, 3b)………….………………………………………………………………………………....26 Tab. 4.6 – Moderated Mediation Analysis Results (Hp.4) ………...……..........……….........27 iv Workgroup Diversity and Team Outcomes Index of Figures Figure 2.1 - Categorization-Elaboration Model (CEM) of Workgroup Diversity and Group Performance………………………………………………………………………………….10 Figure 2.2 - Reconceptualization of CEM to examine the relationship between Workgroup Diversity and Team Outcomes………………………………………………………………17 Annexes Annex A - Survey Consultants ………………………………………………………………41 Annex B - Survey Leaders..………………………………………………………………….46 vWorkgroup Diversity and Team Outcomes 1. INTRODUCTION The concept of diversity and work group diversity is gaining increasing attention in today’s organizational life. The extraordinary speed of change in demographic and functional diversity of the workforce requires a prompt response from the management and organizational behavior field and as for now, it seems that scholars are producing inconsistent results. The need for a rapid response comes from the particular urgency to understand whether group diversity led to potential positive or negative effects in the workplace (Brief, 2008). The purpose of the study is to examine, on a group level, two different diversity dimensions regarding workgroup diversity, namely sexual orientation and age, and its relationship with team performance outcomes. We define “diversity” according to Van Knippenberg, Dreu and Homan (2004), such as the “differences between individuals of any attribute that may lead to the perception that another person is different from self”. As a result of the categorization of another person as different from self, there will be negative consequences for groups (Harrison, Price & Bell, 1998; van Knippenberg et al., 2004). In contrast, the other body of research proposes that informational diversity is beneficial for group performance. (Van Knippenberg et al., 2004). In order to overcome this paradox, the categorization-elaboration model integrates both perspectives. Throughout the reconceptualization of the CEM proposed by Van Knippenberg et al., (2004) this study aims to explore the role of the elaboration of task-relevant information as a mediator in the relationship between workgroup diversity and team outcomes, measured as team performance and creativity. For the current research, team performance will be treated as a dynamic process in order to investigate how the wide knowledge pool and diversity traits of each member are combined to accomplish tasks (Kozlowski & Ilgen, 2006). The research further investigates to what extent psychological safety and diversity beliefs moderates the relationship between diversity and the elaboration of task-relevant information. We interact with teams every day and their effectiveness is important to a wide range of societal functions (Kozlowski et al., 2006). The reason behind the choice of taking teams as level of analysis is based on the fact that the nature of work has changed and there is a need to integrate a demographically heterogeneous workforce (Salas, DiazGranados, Klein, Burke, Stagl, Goodwin & Halpin, 2008). Thus, it seems necessary to speak about diversity related to teams since individuals composing each team is different, having unique personality and characteristics. Overall, the focus is on 4 diversity dimensions considered in the data collection and analysis: nationality, age, sexual orientation and educational background. However, due to length and time limitations, I have chosen two specific diversity traits to discuss in the study, more in detail 1Workgroup Diversity and Team Outcomes sexual orientation and age. I have decided to focus on those dimensions of diversity because they are highly relevant in today’s working environment, which is characterized by intercultural collaboration and openness. For instance, recognizing and protecting diversity in terms of sexual orientation has become a “social and economic imperative” (King & Cortina, 2010). Despite the bulk of studies related to race, ethnicity and age, it is not always clear to understand if a non-readily difference such as sexual orientation can produce consistent effect to the organization’s performance. With this purpose, our final desire is to contribute to the body of knowledge about the perceptions of people’s differences in terms of these four aforementioned dimensions, regarding the direct impact on the process of elaboration of taskrelevant information and the indirect impact on the organizational performance. 2Workgroup Diversity and Team Outcomes 2. LITERATURE REVIEW 2.1 Workgroup diversity The concept of diversity and work group diversity is gaining increasing attention in today’s organizational life and its importance mainly comes from the free movement of labor due to globalization and the fight for human rights by specific minority groups, who felt excluded from the employment sector. Therefore, the importance of workforce diversity emerged to further the availability of equal opportunity in the workplace (Agolla & Ongori, 2007). Working in a place where everyone is treated equally ensures that organizations make the most out of the diversity of the workforce, which might assist the organization to be more efficient and effective. Giving a unique definition of diversity seems almost impossible, since every scholar in the field has defined the concept according to their own perspective. Several have looked at it from a narrow perspective, whereas others from a broad view. The first standpoint argues that diversity is related and restricted to specific cultural categories such as race and gender (i.e. Cross, Katz, Miller & Seashore, 1994) while others claim that diversity based on race, ethnicity and gender cannot be understood in the same way as diversity based on organizational functions, abilities and cognitive orientations (Nkomo, 1995). The main issues that arise from diversity are those related to discrimination and exclusion of cultural groups from traditional organization: if diversity is a concept that is inclusive to all individuals, it will become very difficult to identify discrimination practices (Cross et al., 1994). The biggest limitation in the narrow definition is that it may imply that all differences among people are the same. Thus, it may be concluded that diversity is “nothing more than a benign, meaningless concept” (Nkomo, 1995). Scholars who embrace a broad definition (i.e. Jackson, May & Whitney, 1995) argue that diversity refers to all the possible ways people can differ: from demographic categories as well as they have different values, abilites, organizational functions and personalities. For example, Cox (2001) defined diversity as the variation of social and cultural identities among people existing together in a defined employment; others argue that diversity is the degree of heterogeneity among team members on specific demographic dimensions (Williams & O’Reilly, 1998). Moreover, Thomas and Ely (1996) described diversity as the varied perspectives and approaches to work, brought by individuals of different identity groups. It can be concluded that in order to understand the dynamics of a heterogeneous workforce, the interactive effects of multi-dimensional diversity have to be addressed. 3Workgroup Diversity and Team Outcomes 2.2 Workgroup Diversity and Organizational Outcomes In the past 40 years, researches on the effects of diversity on group process and team performance have been conducted in many fields such as sociology, psychology and economy. As a result, diversity has increasingly become a “hot-button” issue in a variety of areas, ranging from politics to corporate strategies. Despite the increasing awareness on the topic, the organizational attitudes towards a diversity workforce range from intolerance to tolerance and even appreciation of diversity, leading very mixed results from researchers (Joplin & Daus, 1997). A systematic review of Williams and O’Reilly (1998) found out that some scholars support the idea that diversity is beneficial for the performance and can lead to better results such as improved innovation and creativity (Cox, Lobel and McLeod, 1991), organizational commitment, job satisfaction, and an increased access to a more diversified client base (Cox, 1993; Thomas & Ely, 1996). Moreover, diversity in the workplace can represent a competitive advantage since different viewpoint can facilitate unique and creative approaches to problemsolving, which consequently leads to better organizational performance (Allen, Dawson, Wheatley, White 2004). On the other hand, others argued that diversity is disruptive for group processes and performance (e.g., Brewer, 1979; Guzzo and Dickson, 1996). In reviewing the literature, Milliken and Martins (1996) defined diversity as a “double-edged sword, increasing the opportunity for creativity as well as the likelihood that group members will be dissatisfied and fail to identify with the group”. Such discrepancies in literature have not only resulted in a more nuanced understanding of diversity, but they have also led diversity to become a “business case”, raising the question of whether such diversity in the workplace will lead to better outcomes both on individual and organizational level. Managing diversity is crucial and it requires a “fair working environment” where all employees are treated equally among each other and no group is in a position of advantage or disadvantage. Thus, because diversity holds all group of employees at all levels in the company, “the challenge of diversity is not simply to have it, but to create conditions in which its potential to be a performance barrier is minimized and its potential to enhance performance is maximized” (Cox, 2001). Therefore, diversity requires an organizational culture where all members within the organization can be themselves without being inhibited by gender, age, nationality or other factors that are irrelevant for the performance (Cox, 2001). 4Workgroup Diversity and Team Outcomes 2.3 Business Case and Social Justice Case At this point, managing diversity inside organizations can be considered as the organizational response to increasing internal and external diversity given as a result of demographic, social and structural changes (Agocs & Burr, 1996). The more significant issue is how to deal with and include the diversity we have today (O’Leary & Weathington, 2006). In answering why organizations should introduce Diversity Management Practices in their business strategy, scholars have traditionally referred to two arguments: the social justice theory and the business case theory. Supporters of the social justice case argue that it is a matter of fairness and justice, better known as equity theory (Pritchard, 1969). This theory focuses on how employees evaluate and respond to a perceived imbalance in justice: employees expect that their work outcomes will be commiserate with their work inputs when compared to the inputs and outcomes of their referent others. Social justice is composed by various components that interact among each other’s and create individual impression’s of the organizational climate for justice. These impressions drive many of the organizationally relevant outcomes that are the foundations of the business case theory for diversity. As a consequence, it can be stated that the business case for diversity derives in part from the existence of a climate of justice within an organization (O’Leary & Weathington, 2006). Following the traditional business case logic, diversity, when properly managed, can lead to cost savings, talented workforce, and business prosperity (Robinson & Dechant, 1997). In a profit mindset, the business case for diversity seems to be more appealing compared to the social justice case because it supports the idea that diversity management has a positive impact on the firm’s competitive advantage and performance. For instance, exponents of the “value in diversity theory” (i.e. Cox, 1993) affirm that racial diversity lead to think upon a variety of perspectives, due to different experiences of different demographic groups that can be included in many decision-making processes and problem-solving circumstances. As a result, they suggest that homogeneous groups are less likely to register high-quality performances because maintaining and exploiting a workforce promotes and increases the pool of knowledge, skills and abilities upon which organizations can take advantage (Foeman & Pressley, 1987). In a study conducted by McKinsey Company (2015), it was found out that companies in the top quartile for gender, racial and ethnic diversity in performing leadership roles, are more likely to have financial returns above the national industry average (Noon, 2017). Moreover, the business case considers crucial for an organization to understand and represent the communities it serves, in order to gain a larger pool of customers as well as to avoid the community’s alienation. This issue cannot be overcome by merely hiring a more diverse 5Workgroup Diversity and Team Outcomes workforce, but it is necessary to adequately represent various groups, in order to avoid the assumption that minorities are being hired only to comply with legal requirements (O’Leary & Weathington, 2006). Diversity must be present at all levels of the organization (Foeman & Pressley, 1987). Even though proponents of the business case might see the increasing diversity as an opportunity to gain valuable cultural intelligence and attract more different costumers base, the business case approach to promote diversity is harshly limited. The conflicting results in the literature (William & O’Reilly, 1998) suggest that the benefits of diversity, from which the business case has its roots, may not materialize or are not quantifiable. Therefore, this approach can lead to marginalization of minority employees to represent “their” group to appeal to others of “their kind” (Ely & Thomas, 2001). 2.4 Diversity characteristics and organizational outcomes: Empirical findings As mentioned earlier, there have been several sociopsychological theories explaining the dynamics of diversity in groups and organizations. There are many dimensions of diversity, mainly distinguished for their readily or non-readily characteristics. In order to have a better understanding of the dimensions studied in this paper, we are going to briefly explain the 4 diversity traits we have decided to explore, by outlining relevant results found in previous studies. More in detail, our main purpose is to provide a framework for exploring why has become crucial to understand those dimensions within an organizational context, and what academic explanations have been proposed so far. It has been widely explained how examining the relationship between diversity and organizational outcomes has yielded to inconsistent results yet. As presented in the following paragraphs, studying the relationship between diversity treated as age, nationality, educational background and sexual orientation produces mixed, or even contradictory results. Age. The evolution of the health care system and better living conditions have raised the number of seniors staying active, which resulted in an increase of the workers’ age. With life becoming longer and retirement age being incessantly postponed, many generations share the workplace, creating issues regarding diversity management, communication and knowledge sharing (Mapelli, 2016 in diversitymanagement.it). Helping business fight skill shortage, sustaining economic growth and contributing to meet the costs of the ageing people are the most important goals for the older workforce. Therefore, age diversity management must react to this process of demographical change, which has become an economic and social problem. Since the peculiarity of this dimension is that everyone would be considered into the “age 6Workgroup Diversity and Team Outcomes diversity category”, organizations might face cases of multiple discrimination or intersectionality (Riach, 2009). Previous research on age diversity and organizational outcomes have consistently found out a curvilinear relationship: employees at the younger stage experience more positive outcome while older tend to experience more negative outcomes performances (Barak, Lizano, Kim, Duan, Rheem, Hsiao & Brimhall, 2016). Ageing employees are associated lower ability, motivation, and productivity compared to younger workers, and they are believed to be harder to train, less adaptable and more resistant to change (Posthuma & Campion, 2009). Furthermore, previous findings shed light on the nonlinear relationship between age and organizational outcomes. A study conducted in the United States about nurses, who were younger than 40 or older than 60, reported high intentions to leave (Zhang, Punnett, Gore & CPH-New Research Team, 2014). On the other hand, other studies supported the existence of a curvilinear relationship between age and organizational outcomes. Results suggested that younger workers were more prone to be affected by workplace stressors and burnout (Boyas & Wind, 2010; Gellert & Schalk, 2012), low satisfaction with their jobs (Abu-Bader, 2005; Gellert & Schalk, 2012) and less likely to leave their job (Blankertz & Robinson, 1997). In our research, the focus will be on analyzing how beliefs about age diversity moderate the relationship between workgroup diversity and the elaboration of task-relevant information, which in turn is predicted to influence performance and creativity.

Workgroup Diversity and Team Outcomes

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